Moneyball for Team Engagement and Leadership Training programs
Adapt or Die, Which is it?
Moneyball for Maximizing Human Potential. Leadership Training
We continually hear adapt or die. Adapt what?
Data sells cars.
It is all about the process.
People sell cars.
We must change, or we die, so we focus on the next great idea that comes along. We get stuck on CTR, CTA, SEO, SEM, Response time, Web visits, % to market, Days supply, training, data, processes.
Which is it this month?
Is Moneyball all about the data? 30 plus years I have never seen perfect data. Do we need it? Of course. Is it at the head of the class as we have so fearlessly put it? 2 + 2 = 4 it must be. Math being math. We focus on the numbers and penalize them when they don't reach our metrics.
What are the critical measurements? Data and understanding it are vital to our success, just not the most important.
Success with 100% turnover is not a success. If you set sales records, but your turnover is over 100%, is that success. Is that sustainable? Research shows that every employee who quits costs us $40 to $50,000 or more.
I hear nothing in the change or die conversation about employees. Curious.
Your manager's and team leader's quality is the single most significant factor in your organization's success. [1]
Every sustained successful team had a great manager. How would you use Moneyball to gauge that metric?
Moneyball for Maximizing Human Potential changes that.
Can a business benefit from a Moneyball approach to employee engagement? Gallup research says it can.
We have a 12 to 20 question engagement survey. It measures areas and gives us metrics. Measuring this, you can see what improvement would result from each one.
Just as baseball applied Moneyball data to make better decisions, our engagement survey gives you data to better manage engagement, increase performance, and improve your chances of success. Our leadership training programs provide this.
A sample of our questions.
My opinion seems to count at work. We give participants five choices. Strongly agree to disagree strongly. According to Gallup[2], 1 in 4 employees strongly agrees with this statement. If we double that, we would see a 225 reduction in turnover and a 10% increase in profits.
Knowing a specific area to work and what would result from changing it would save us $100,000's in turnover every year. That is maximizing human potential and benefitting our organization.
That is, adapt or die.
Start the change with the way we treat our staff.
The rest will follow. There never is one path.
Moneyball for Team Engagement. Our path to 20-30% growth with only an investment in people.
Disruptive Leadership is a top management consulting firm
[1] It’s the Manager
[2] It’s the Manager
How do you use Moneyball to measure engagement?
Can a business benefit from a Moneyball approach to employee engagement? Gallup research says it can. We have a 12 to 20 question engagement survey. It measures engagement and gives us metrics. Measuring this, you can see what improvement would result from each one. Just as baseball applied Moneyball data to make better decisions, our engagement survey gives you data to better manage engagement, increase performance, and improve your chances of success.